Flexible Human Resource Management In Platform-based Organization:A Study Of Scale Development And Its Influence On Employees’ Innovative Behavior

As the market initiative gradually shifts from producers to consumers,companies are seeking to reconfigure their organizational models to meet the highly specialized,personalized and dynamic needs of consumers.The traditional hierarchical organizational structure,with its strong emphasis on professional division of labor and layer-by-layer control,makes it difficult to mobilize resources to respond in a timely manner when demand is urgent.The change in organizational form has led to an adaptive change in the human resource management model.The traditional HRM,with its emphasis on job value,is less adaptable in platform-based organizations.There is an urgent need to explore a more flexible HRM and its key points of adaptation to the platform-based organization form.Existing research has only explored the concept of flexible HRM and developed measurement based on high-tech enterprises,but lacks research on the adaptability and uniqueness of flexible HRM in platform-based organization.Therefore,this thesis focuses on flexible HRM in platform-based organization,explores its conceptual connotation and develops a corresponding scale,and examines the impact and mechanism of flexible HRM in platformbased organization on employees’ innovative behavior based on social cognitive theory.Firstly,this thesis defines the conceptual connotation of flexible HRM in platform-based organization through literature review and analysis,and initially establishes its dimensional components.Secondly,the initial measurement scale is developed through semi-structured interviews and inductive methods,and the sample data from platform-based organizations are collected twice for exploratory factor analysis,validation factor analysis and reliability analysis to revise and validate the scale.Finally,an empirical model is proposed based on the literature review,and sample data from employee self-assessment in platform-based organizations are collected to verify the hypotheses and scale validity.This study has a total of three research findings:firstly,it defines the conceptual connotation of flexible HRM in platform-based organization;secondly,it discovers the multidimensional structure of flexible HRM in platform-based organization and develops a scale with good reliability and validity containing 14 items of three dimensions:structural flexibility,resource flexibility and process flexibility:thirdly,it verifies the positive impact of flexible HRM in platform-based organization on employees’ innovation behavior and explains the mechanism of employees’ innovation self-efficacy.Based on this,this study theoretically enriches the research on HRM in the context of platform-based organization,expands the research on flexible HRM in the context of platform-based organization,and improves the theoretical and empirical research on flexible HRM in platform-based organization.In practice,this study can provide inspiration and suggestions for platform-based enterprises to build flexible HRM,and to promote employee innovation through improving or building flexible HRM practices.